Motivating people for performance is an essential skill for any leader.
It’s also an area of ongoing stress and tension, because how do you really get people to do what you want them to do.
The answer – you don’t.
In this science based Article, you will learn what motivation really is, how to approach it, and how to motivate people based on their principal driver.
There are three common errors that leaders make when trying to motivate for high performance.
First, they compare others to themselves, and wonder how come they can’t be more like them.
Second, they believe that what motivates one person, will motivate the whole team.
Third, they believe that appropriate financial compensation is the only kind of real motivation.
The low grade solution to these errors is to, well, stop comparing others to yourself, acknowledge that people have different drivers, and that financial compensation is only a part of the big picture.
Eisenhower once said, that motivation is the art of getting people to do what you want them to do because they want to do it.
The missing link in motivation is that people ‘have to want to do something’.
To create the conditions where people thrive in the work place, articulate to your team:
1. Why do we exist, the organisation, the business?
2. Why does our team exist?
3. What’s our purpose?
4. What are we trying to achieve?
5. How will we get there, and how will we be measured along the way?
6. What’s in it for me? …circling back to the financial motivation
After you had answered these questions, one of the most important thing you could ever do for the success of your team and business, is to detach from ‘WHY’ people are motivated in a certain way, and focus on ‘WHAT’ motivates them.
Why does it matter?
So that you discern among different types of people, apply different strategies for motivation, and get the performance that drives the results.
All human beings regardless of culture, background, gender have one Primary Motivator (David McClelland):
1. Achievement
Primarily motivated by accomplishment and results.
Achievers are best motivated when:
- Given projects with a clear end date.
- Clearly set Goals & Quantifiable Metrics.
- Stretch goals & moderately challenging tasks are on their desk.
- Regular feedback is received.
- Allowed to work alone.
- Allowed freedom, with set milestones.
- Given promotion as a part of the recognition for excellence.
2. Affiliation
Primarily driven by the opportunity to interact socially and collaborate with other people.
Affiliators are best motivated when:
- Tasks include interpersonal interactions and collaboration opportunities.
- Tasks include building relationships.
- Goals are 100% set & clear.
- Clear instructions on how to achieve goals.
- Task aren’t competitive and ambiguous.
- Recognised for how they help others as a part of the recognition.
- Empathy is shown more often.
3. Power and Influence
Primarily driven by proximity to powerful and influential people, and the opportunity to persuade and influence others.
Influencers are best motivated:
- Given tasks that influence long-term prospects.
- Given strategic projects.
- Given ambiguous and creative assignments
- Put in charge with opportunities for collaboration
- Allowed access to decision-makers
- Allowed access to situations where they have to persuade others.
- Recognized for their work by high-ranks.
- Entrepreneurial type of people.
What is your approach to motivation?
People are mainly driven by one principle driver.
To get the best out of your people and drive results, apply different strategies and suspend the errors.
Image
Alamy, Demi Moore, Simon Baker in Margin Call (2011).